Chapter 6 Recruitment and the Foundations of Selection Copyright © 1999 John Wiley & Sons Canada,...

Chapter 6Chapter 6

Recruitment and the

Foundations of Selection

Copyright © 1999 John Wiley & Sons Canada, Ltd. All rights reserved.

HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins

John Wiley & Sons Canada, Ltd

Goals of RecruitingGoals of Recruiting

• Attract qualified applicants

• Encourage unqualified applicants to self-select themselves out



Constraints on Constraints on Recruiting EffortsRecruiting Efforts

• Image of the organization

• Attractiveness of job

• Internal organizational policies

• Government influence

• Recruiting costs



Recruiting from anRecruiting from anInternational PerspectiveInternational Perspective

Parent-Country Nationals:Parent-Country Nationals: Often chosen when product is technical and being first introduced to a country

Host-Country Nationals:Host-Country Nationals: Often chosen when companies want each foreign subsidiary to have its own distinct identity



Recruiting Sources:Recruiting Sources: Advantages of the Internal Search Advantages of the Internal Search

• Good public relations

• Morale building

• Encouragement of ambitious employees and members of protected groups

• Ample information on existing employee performance

• Cost savings

• Ease of orientation

• Opportunity to develop mid- to top-level managers



Recruiting Sources:Recruiting Sources:Disadvantages of the Internal SearchDisadvantages of the Internal Search

• Possible inferiority of internal candidates

• Infighting and morale problems

• Potential inbreeding



Recruiting Sources:Recruiting Sources:Employee ReferralsEmployee Referrals

Advantages:Advantages:• Employee’s motivation to make a good referral• Availability of accurate job information for

recruit

Disadvantages:Disadvantages:• Friendship may be confused with job

performance• Potential for nepotism• Potential for adverse impact



Recruiting Sources:Recruiting Sources:External SearchesExternal Searches

• Advertisements

• Employment agencies

• Schools, colleges, and universities

• Professional organizations

• Walk-ins

• Internet



Advertisement with a High Advertisement with a High Response Rate LikelihoodResponse Rate Likelihood



Advertisement with a Low Advertisement with a Low Response Rate LikelihoodResponse Rate Likelihood



Recruitment AlternativesRecruitment Alternatives

• Temporary help services

• Employee leasing

• Independent contractors



Decision Points in a Selection Process:Decision Points in a Selection Process:The Hurdle ConceptThe Hurdle Concept



Key Elements for Key Elements for Successful PredictorsSuccessful Predictors

Reliability:Reliability: Does selection tool measure attribute consistently?

Validity:Validity: Does selection tool predict performance?



Types of ValidityTypes of Validity

• Content validity

• Construct validity

• Criterion-related validity

- Predictive validity

- Concurrent validity



Predictive vs Concurrent Predictive vs Concurrent ValidationValidation



Validity Correlation AnalysisValidity Correlation Analysis

Validity Validity coefficientscoefficients demonstrate statistical relationship between test scores and job performance.



Validity Correlation AnalysisValidity Correlation Analysiswith Different Cut Scoreswith Different Cut Scores

Chapter 6 Recruitment and the Foundations of Selection Copyright © 1999 John Wiley & Sons Canada,...

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